Connecticut Paid Leave (CT PL) Benefits

Update (09/10/26, effective 01/01/27): With the announcement from Governor Lamont of Connecticut's minimum wage increase in January, we should therefore, see an increase to the CT Paid Leave program's weekly benefit amount as well. The minimum wage will be adjusted to $17.48 per hour beginning January 1, 2027 (previously $16.94 per hour), and the minimum wage is used to calculate an employee's weekly wage cap when they apply for CT Paid Leave benefits. Since the weekly benefit is capped at 60 times the CT minimum wage, the new maximum weekly benefit amount for 2027 will be $1,048.80 (an increase from $1,016.40 in 2026).

Update (10/23/26, effective 01/01/27): The Connecticut Paid Leave Board of Directors have voted for the CT PL contribution rate to remain 0.5% for employees in 2027. Employers should continue to remit contributions at the same rate in accordance with this update. As a reminder, contributions are capped at the Social Security Wage base, which is $192,300 in 2027.

Updates to your company handbook may need to be made if you include Connecticut specific income replacement benefits information.

CT FMLA - Employers have the option to provide the notice to new hires or provide the notice within their employee handbook.
CTPL - Employers are not required to display the written notice in the workplace, but must provide the notice to employees annually and upon hire.

The written notice is combined for both CT FMLA and CTPL, so employers will meet their notice requirements under both laws by providing the combined notice to new hires and annually thereafter: Written Notice of Employee Rights under CT FMLA and CTP

The Larkin Company will adjust offsets for any top-up (leave of absence pay) calculations or STD, accordingly, if we handle these services for you.

Please be sure to adjust your contributions (i.e., aligned with the new 2027 Social Security Wage Base), effective 01/01/27. Additionally, please ensure as a company you are offsetting any salary continuation/company top-up pay aligned with the new maximum weekly benefit rate, effective 01/01/27.*

*Claims that start in 2026 will be awarded 2026 benefit rates. Claims that begin on or after 01/01/27 will be eligible for the new maximum benefit rate.

Employer Contributions Guide